Strategic HRM at Birds Takeaway: Employee Relations and Legislation

This report examines the Human Resource Management (HRM) practices at "Birds Takeaway," focusing on employee planning, resourcing, and relations. It identifies the purpose and functions of HRM in workforce management, including recruitment, training, and performance management. The report analyzes the strengths and weaknesses of internal and external recruitment methods like promotions and educational institution partnerships. It further evaluates the effectiveness of HRM practices in raising organizational profits and productivity, considering aspects like employee benefits, workplace environment, and compensation. The discussion extends to employee relations and their impact on decision-making, highlighting the role of training and development. Finally, the report addresses key elements of employment legislation and their influence on decision-making processes within the organization. Desklib provides access to this and other solved assignments for students.

UNIT 3 ASSESSMENT

Table of Contents
INTRODUCTION...........................................................................................................................3
MAIN BODY...................................................................................................................................3
Purpose and functions of HRM with respect to employee planning and resourcing ..................3
Strengths and weaknesses of recruitment methods .....................................................................4
Benefit of HRM Practice for employee.....................................................................................5
Evaluating the effectiveness of HRM practices in raising organisational profits and
productivity..................................................................................................................................6
Presenting Employee relation and it impact on decision-making..............................................7
Key elements of employment legislation and the influence it has on the decision-making
process .........................................................................................................................................8
CONCLUSION................................................................................................................................9
REFERENCES................................................................................................................................1

INTRODUCTION
Human resource management is field within the business organization that is
responsible for the processes related to the employment of human resource within the
organization. The functions of human resource management include sourcing of employees,
recruiting them, providing them with training and development programs and conducting
employee benefit programs within the organization. The present report is based on the enterprise
named as the “Birds”. The present report aims to identify the purpose and the functions of
Human resource management which helps in the planning and resourcing of employees within
the organization. It includes the strengths and weaknesses of the recruiting methods, different
practices of HRM and its effectiveness within the organization. It also discusses the elements of
employment legislation.
MAIN BODY
Purpose and functions of HRM with respect to employee planning and resourcing
The Human resource management plays different roles within an organization with
regards to the workforce of the organization. Similarly, Birds also makes use of human resource
management for the following purpose:
Workforce hiring and selection
Since, Birds is a take away shop that serves food of different cuisines in the market. The
company faces a rush during the times of festivals such as Christmas, New year, Easter, Good
Friday (Aburumman, and et.al 2020). These are considered as the peak season for the shop.
During these times, the shop uses the function of workforce hiring and selection in order to hire
more people in the shop with the use of human resource management. The recruitment of the
employees including chefs, decorators, waiters is conducted by HRM and then the list of
shortlisted candidates is being offered to the shop owner for the purpose of hiring and selecting
the staff on contract basis specifically for the period when there is extra work.
Training and development
The human resource management within the Birds organizes different sorts of training
and development programs for the workforce hired within the restaurants. There are people
related to different fields within the restaurants. The Human resource management identifies the
areas in which there is a need to provide their employees with training and the organizes training

and development programs for fresher in order to guide them and for experienced employees in
order to enhance their skill set and increase the profitability of the restaurant.
Beneficial schemes and bonus
Rewarding the employees of an organization foe their constant efforts helps the company
in motivating their employees (Aktar, and Pangil, 2018). Similarly, the HRM of the Birds plans
various benefit schemes and bonuses of the benefits of employees which encourages them to
work hard for the restaurant. The Birds restaurant provides their employees with festival bonus,
incentives on increasing the sale, HRA, provident funds scheme, medical leaves, paid leaves, and
many more of such benefits.
Performance management
The HRM of the Birds restaurant keeps a track of the performance of the employees. It
keeps the record of the employee’s performance on board and measures the current performance
with the previous performance and takes necessary measures in order to enhance the potential of
an individual. For the same, the HRM of the restaurant provides the employees with proper job
description before hiring, provide them with necessary feedback as and when required, review
the performance of the employees on weekly, monthly, bimonthly basis and rewarding the
employees on the basis of their efforts incurred.
Strengths and weaknesses of recruitment methods
There are two types of recruitment methods, namely, internal recruitment and external
recruitment (Haneda, and Ito, 2018). Internal recruitment is a kind of strategy used by
organization to hire the existing employees for new positions within the company. On the other
hand, external recruitment methods refer to hiring of new candidates.
Promotions
One of the internal recruitment method used by the Birds restaurant is promotion. With
the help of promotion, Birds upgrades the title of the existing employees by promoting them to a
new position.
Strengths
The process of promotion makes the process of transition very smooth and easy as the
existing employees are well versed the functions of the organization, the required skill set and
the policies too. It is difficult to hire a new employee and make them comfortable with the
existing work practices and policies.

Weakness
One disadvantage of the promotion is that the company has to get going with the existing
skills of the workforce.
Educational institutions
This is a form of external recruitment method used by the Birds restaurant in which the
restaurant collaborates with the educational institutes in for the purpose of hiring young and fresh
employees which innovative skills and ideas (Rasool, and et.al 2019).
Strengths
This provides the organization with a wide choice of candidates in order to hire people
for various fields within the organization.
Weakness
It is a costly affair for the company as it has to incur a number of expenses such as
travelling, boarding, training in order to bring them on board with the company.
Interview process
Interview is a process of selection used by the Birds restaurant in order to select the
candidates which are suitable for the job role within the organization.
Pros
With the help of an interview, the interviewer can identify the presence of certain skill
within the candidate. These skills include interpersonal skills such as communication skills,
confidence, leadership qualities and the knowledge with respect to a particular field.
Cons
Under the process of interview, the employer has to judge the candidate based on its first
impression.
Benefit of HRM Practice for employee
Human resource management is the process of linking the function of HR goal with the
firm in order to improve productivity. Mainly it includes functions like hiring and managing
employees. Thus, it is one of the most important part of the company and it needs to be
maintained closely. Although employees benefit cover indirect pay and it involves health care
insurance and other things that offer to them (Ren, Jiang and Tang, 2022). Moreover, four
major types of employee benefits include medical and life insurance, retirement plans as well

as disability insurance. The benefit of employees are divided into 4 parts such as benefits at
work, health, financial security, life style benefits.
The benefit at work include working hours, skill development, gifts and activities. The
hour working can be flexible and location should be prominent. Other example include
holidays and paid parental leave. Moreover, HR also contributes in building the skill of the
employees by giving them proper training and development program. It is important for
workers and for company to stay competitive in market. Moreover, Bird takeaway can provide
their employees with health insurance facilities and financial security like pension plan and
bonus on big occasion. It will help in reducing the absenteeism in company as well as allow
staff to stay longer with the organization (Piwowar-Sulej, 2021). Along with this, employer
have benefits for securing the top talent within firm that helps to maintain the market position
of company. It also improves employee retention that keep the compand in growing and also
improve the market position as well as brand name. Furthermore, both employees and
employer have life style benefits that consist of work life balance and mobility. The staff are
more happy if it can maintain the balance between work and personal life as well as this
satisfaction will contribute in keeping them more satisfied (Duggan and et.al., 2020). However,
mobility will benefit employees life easier and if it can work form elsewhere instead of
company office it will contribute in keeping them for longer time. Moreover, there are different
generation of workers that want things according to their choices. The baby boomers require
pension, working hours, healthcare and wellness while working. On the other hand, generation
X and Millennials, Generation Z is required flexible working hour and leaves, pension and
skill development.
Evaluating the effectiveness of HRM practices in raising organisational profits and productivity.
HR practices are know as key to success of company and there are various practice that
helps in increasing overall growth of company as well as improve productivity.
Recruiting: It is one of the best practice that is done by HRM which helps in finding
workers with good skill that will help in meeting challenges of company. Along with this, it
benefits the organization by selecting the best employees so that it can meet organizational goals
and contribute in success (Lopez-Cabrales and Valle-Cabrera, 2020). Although if staff are
skilled then it will contribute in finding innovative solution for the company that result in
increasing their productivity. However, Bird takeaway will have issue in managing their

operation cost as for interview company has to spend a lot of money for advertising so that it
can attract potential customer.
Creating healthy workplace environment: This is one of the crucial part for company so
that it can satisfy basic need of employees. Along with this, if organization provide health
environment in which staff can relax then it will motivate them to work hard as no one wants
to work in stressful condition (Butterick and Charlwood, 2021). Although it is the duty of
employee to increase their workers productivity by providing the essential needs. The Takeaway
Bird has provided their employees with a relaxing area in which it can take a break and
play games. However, the negative impact of this practice is that company need to understand
the cultural background of each employee and it bit hectic in nature. Although if culture is not
understood properly then it will create cultural differences.
Compensation and benefits:
It is also an important practice for company and it helps in keeping the employees motivated.
Although before hiring HR has to investigate the market area so that it can give appropriate
salary to employees (Stahl and et.al., 2020). Moreover, it is one of the best practice that can
be used by company in order to keep their employees satisfied.
Presenting Employee relation and it impact on decision-making.
It basically a term that is used to describe relation between employees and employers.
Now days with the change in business environment it is important for the company to satisfied
employees so that it can contribute in success of firm (Stankevičiūtė and Savanevičienė, 2018).
Along with this, employers need to focus on communication so that proper flow of information
is maintained. The main aim of this strategy is to improve collaboration and relation in the
workplace. Moreover, HR practice like training and development helps in engaging with
employees that contribute inn success of company. Along with this, training is known as
systematic practice that helps employee in learning new skill and enhance knowledge. Thus, it
contributes in building the career plan of workers. The training allows employees to interact
with seniors and juniors that contribute in building healthy relation (Caligiuri and et.al., 2020).
Although it allows manager to know about the strength and weakness of its subordinate and to
give them appropriate guide and direction so that it can achieve personnel and organizational
goals. However, the disadvantage of training and development is company has to spend more
cost in order to get advance technology. Along with this, excessive knowledge can impact on

the health of employees as it may feel more stressed. It also very time-consuming programme
and due to that it cans delay in completing the task on time.
In addition to this, Takeaway Bird has to make systematic programme while teaching
the employees in order to maintain budget and time. Moreover, another practice that company
has is employee retention that contributes in keeping them staying in the market area. It is
very necessary for company to do this practice rather than increasing the perk. Although it is
advantageous for organization to keep up with this practice as it helps in increasing their
productivity. Moreover, coaching and development practice also helps in accomplishing the
image of company in the market and helps in attracting more employees. However, creating
an individual development plan also contribute in improving professional skills as well as to
create framework for organization development (Aust, Matthews and Muller-Camen, 2020).
Furthermore, if company provide with compensation benefits then it will help in motivating
employees to work hard. This strategy is mainly used by HR to build healthy relation with
workers by giving them benefits in terms of monetary and non — monetary like appreciation
and bonus. The disadvantage that organization will face is it has to pay workers for overtime and
the cost is twice then actual salary. Thus, it may lead to decrease in operational cost of the
company. Along with this, any mistake by the employees can lead to serious litigation and
benefits are static in nature.
Key elements of employment legislation and the influence it has on the decision-making process
HR has various responsible that need to be fulfilled by them in order to run business
effectively. Along with this, some of the HR has duty for hiring staff and some deal with
compensation departnment. Although there are some legal laws that need to be followed by
company.
Workplace discrimination laws:
It is one of the most important legislation that need to be followed by company and HR
professional has to keep in mind while making the policy. This law mainly protects against
the discrimination of an individual on bases of age, sex and religion. The HR should be
familiar with the individual laws (Paulet, Holland and Morgan, 2020). It is applicable at all
stage of an employee's life cycle from hiring prices through rightful termination. Moreover,
company need to avoid harassment during training so that employees can work more

effectively. In addition to this, Takeaway bird is treating their worker with equality so that it
do feel under motivated.
Employment law: This law is mainly applicable on company in order to run day to day
business. Along with this, law is vast in area of legal system that covers various topic related
to employment toleration. According to this act company has to make contract in which policy
of government is mentioned so that employees have clear idea about what organization is
offer. It also defines all rights of employer and worker that need to be followed by them in
order to maintain peace (Harney and Alkhalaf, 2020). Moreover, proper action will be taken if
any unfair dismissal has been conducted in the company such as whistle-blowing and being
part of trade union. The act also deal with discrimination in the workplace that concern about
unfair treatment of an employee on the basis of sex, race and religion. The another law that
need to be followed by company is health and safety work act 1974 in which employer has
legal responsibility to make sure that safe working area is provided to employees. It also
includes risk assessment, adequate safety equipment and it offers staff training.
CONCLUSION
Based on the present report, it can be concluded that the Human Resource Management is an
effective management function which helps in the success of the organization. It helps the
organization with conducting various training and development programmes for the employees
and improve their skill set in order to contribute towards the growth of the company. The HRM
plans various rewards for the effort put in by the workforce in contributing their towards the
success of the company and motivating the employees to follow the same. The report also
discusses how Human Resource Management plan the workforce of the organization by using
various methods of selection and recruitments within the organization.

REFERENCES
Books and journals
Aburumman, O., and et.al 2020. The impact of human resource management practices and
career satisfaction on employee’s turnover intention. Management Science
Letters. 10(3). pp.641-652.
Aktar, A. and Pangil, F., 2018. Mediating role of organizational commitment in the relationship
between human resource management practices and employee engagement: does black
box stage exist?. International Journal of Sociology and Social Policy.
Aust, I., Matthews, B. and Muller-Camen, M., 2020. Common Good HRM: A paradigm shift in
Sustainable HRM?. Human Resource Management Review. 30(3). p.100705.
Butterick, M. and Charlwood, A., 2021. HRM and the COVID‐19 pandemic: How can we stop
making a bad situation worse?. Human Resource Management Journal.31(4). pp.847-
856.
Caligiuri, P. and et.al., 2020. International HRM insights for navigating the COVID-19
pandemic: Implications for future research and practice. Journal of international
business studies. 51(5). pp.697-713.
Duggan, J., and et.al., 2020. Algorithmic management and app‐work in the gig economy: A
research agenda for employment relations and HRM. Human Resource Management
Journal. 30(1). pp.114-132.
Haneda, S. and Ito, K., 2018. Organizational and human resource management and innovation:
which management practices are linked to product and/or process innovation?. Research
Policy. 47(1). pp.194-208.
Harney, B. and Alkhalaf, H., 2021. A quarter‐century review of HRM in small and medium‐
sized enterprises: Capturing what we know, exploring where we need to go. Human
Resource Management. 60(1). pp.5-29.
Lopez-Cabrales, A. and Valle-Cabrera, R., 2020. Sustainable HRM strategies and employment
relationships as drivers of the triple bottom line. Human resource management
review.30(3). p.100689.
Paulet, R., Holland, P. and Morgan, D., 2021. A meta‐review of 10 years of green human
resource management: is Green HRM headed towards a roadblock or a
revitalisation?. Asia Pacific Journal of Human Resources.59(2). pp.159-183.
1

Piwowar-Sulej, K., 2021. Human resources development as an element of sustainable HRM–
with the focus on production engineers. Journal of Cleaner Production.278. p.124008.
Rasool, S.F., and et.al 2019. How human resource management practices translate into
sustainable organizational performance: the mediating role of product, process and
knowledge innovation. Psychology research and behavior management.12. p.1009.
Ren, S., Jiang, K. and Tang, G., 2022. Leveraging green HRM for firm performance: The joint
effects of CEO environmental belief and external pollution severity and the mediating
role of employee environmental commitment. Human Resource Management. 61(1).
pp.75-90.
Stahl, G. K. and et.al., 2020. Enhancing the role of human resource management in corporate
sustainability and social responsibility: A multi-stakeholder, multidimensional approach
to HRM. Human Resource Management Review.30(3). p.100708.
Stankevičiūtė, Ž. and Savanevičienė, A., 2018. Designing sustainable HRM: The core
characteristics of emerging field. Sustainability.10(12). p.4798.
2